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Technology, especially AI, is really changing the human resources game — there is room for improvement on all kinds of HR processes with the help of AI. But which tasks are better suited for the human side of human resources?

We asked members of theForbes Human Resources Councilwhat a future with AI might look like. The answers all pointed to systems that were operating more smoothly and HR professionals getting a fighting chance at doing their jobs better instead of chasing a never-ending paper trail.

HR executives weigh in on AI.

All photos courtesy of Forbes Councils members.

1. Automate Business Processes

AI should be a force multiplier in automating business processes such as HR ticketing through a shared service function, or the development of insights/dashboards to provide to the business. This would enable HR leaders to spend more time with their business partners and employees. Time and physical presence are the biggest challenges in today's HR landscape, and AI should solve for that. -Philip Dana,Bridgepoint Education

2. Enhance Efficiency

Automation and a human touch don’t have to be mutually exclusive. Strategically combining them can deliver unrivaled results. In recruiting, automation’s infinitely scalable levels of efficiency mean that, regardless of the volume of candidates, each receives a timely correspondence. For candidates, being kept in the loop with a thoughtful and sincerely worded email is what makes the difference. -Stacey Browning,Paycor

3. Reduce Bias

AI and/or automation can be set up to reduce biases through an algorithm assessment platform with language that is bias-free to improve a diversified pool of candidates. The benefit of an algorithm assessment platform is it can be audited and reprogrammed if bias is discovered, which is much easier than reducing human bias. -Sherry Martin,Denver Public Schools

4. Narrow The Talent Pipeline

Tech should not scare HR and talent executives. This will always be people-driven. I see AI as the most useful when sourcing candidates. There are a lot of great products out there that can evaluate your current workforce and help you make smarter decisions on who to bring through the door. While it's expensive upfront, the timesaving benefits outweigh the cost. -Brett Comeaux,LG Fairmont

5. Replace Administrative Tasks

AI will be valuable in automating repetitive recruiting tasks such as sourcing resumes, scheduling interviews and providing feedback. This will allow recruiters and HR managers the opportunity to focus on strategic work that AI will most likely never replace, such as connecting with top talent, providing a more personalized interview experience and establishing training and mentoring programs. -John Feldmann,Insperity

6. Communicate Candidate Status

Applicant tracking systems (ATS) should be used to communicate to candidates through each stage of the recruitment process so that they know their status is. This will alleviate the dozens of calls recruiters get from candidates inquiring about their status and will create a favorable candidate experience since they won't feel like their resume just fell into the Bermuda Triangle of recruiting. -Charlene Collier, Mercedes-Benz Research & Development

7. Simpler Sourcing

As much as I would love to see AI reduce bias in the hiring process, the latest machine learning news reveals that AI mirrors human biases that exist. If that could be resolved, it would be a gamechanger. Considering this, my second choice would be talent sourcing replaced by AI. Sourcing is a time-intensive pain point for most talent professionals, and providing well-matched candidates to companies would significantly speed up the top of the recruiting funnel and increase the quality of hires. -Heather Doshay,Rainforest QA

8. Reduce Administrative Load

Most hiring teams are inundated with administrative work. Aside from the hours of resume review that recruiters and hiring managers average each week, there is an enormous amount of work involved with simply pushing candidates through the process and tracking that progress. Automating some of these administrative tasks and reporting can save hours per week. -Eli Hamel,Patreon

9. Highlight Better Talent

It's still well believed that applications and resumes are screened before a human eye ever sees it. Most newer ATS systems are not this way, but the belief is still there. Having said that, if AI could get to a point where it's able to pinpoint the best resumes and highlight them but still leave remaining resumes in queue for a recruiter to make a decision, that could be very beneficial. However, AI would need to account for not just the job itself but the company culture, which I believe is a long way off. -Evan Lassiter,Cloudreach

10. Increase The Human Experience

Ideally, AI and automation make it possible to enhance the human experience for both the organization and the candidate, especially if increased efficiencies allow more time for the highest-value interactions. Increasing speed, quality and efficiency without sacrificing meaningful communication and relationships seem to be the right balance leading to the best possible outcome. -Ben Peterson,BambooHR

11. Stay Compliant

There are some administrative functions that need to be automated that will allow us human resources professionals to focus on being more strategic. Use your HRIS system as your new hire checklist. This ensures you remain compliant because all required new hire documents are collected. Your recruiter can focus on recruiting more talent and not worry about tracking paperwork. -Charece Newell, MSILR, sHRBP, CCLC, CRC,Your Healthy Reality